Perks Incentive Blog

We often hear that believable recognition is specific recognition. Specifics certainly help in demonstrating that you really “see” the recipient, but is that really the key to making recognition believable?

The foundation of effective recognition is respect. With respect, employees tend to see recognition in the everyday acts of managers and supervisors. Give them difficult customers to help and they know you trust their capabilities. Same thing when you ask them to take their vacations at a different time than you do. They see the recognition potential in your actions if you have a respectful relationship. But is it enough to overcome slightly vague recognition? A note from a reader gives us some insight into this. She received the weekly tip, Put It In Writing:

People generally love thank you notes and written words of appreciation. They love them so much, in fact, that they hang on to them for weeks, months, or sometimes years! It takes you a few minutes longer to create a note than it does to just tell someone how much you appreciate their contribution. The effort is worth your while.

In response to this tip, the reader sent me the following message:

I have notes of appreciation or recognition that I received years ago. Some are as simple as a post it note that says “Great Job!!!” that I know really came from the person’s heart.

I have saved notes both from my supervisors and the people I supervise. I don’t usually save the notes if I know they aren’t from the heart….if they are just a superficial nice thing to say.

I read this and thought, “great job” isn’t very specific. Yet here is a reader to hung on to the note because it was meaningful. This made me wonder (and ask):

What tips you off that a “great job” is from the heart or not?

She wrote back:

Good question. I think that their other behavior supports the recognition. That they aren’t just saying it to check it off their to-do list. Also, when they look me in the eye when they talk to me, a written note is more likely to have more meaning. Also, supervisors don’t always have to agree with me or my ideas, but when they at least take time to listen and consider my input it goes a long way in feeling heard. If I feel heard, I have an easier time believing what they say or write is genuine -if I am important enough to listen to, they probably really care if they take the time to write a note.

The reader refers to other behavior: looks me in the eye. listen and consider my ideas, these behaviors sound like respect to me. The lesson? Work on the respectful relationship first, you can get eloquent with your message later. Your returns will be greater.

Copyright Cindy Ventrice

There are many forms of Recognition and Reward that can bestowed on an employee.  Recognition if its purest form is most meaningful when it is from the heart and from a respected boss or colleague.  Mark Twain has said “I can live for 2 months on a good compliment,” Recognition needs to be personable and specific not spread like peanut butter or generic.   When recognition is given in a very sincere way like using the person’s name, citing what they did to earn the recognition and often given in front of their teammates, it can be like a gift that will not be forgotten.  Research shows us that employees need recognition every 7 days from their management to feel engaged and “noticed”  Giving away “stuff” with recognition can be a crunch since you will often place more emphasis on the  reward vs. what someone did to earn the recognition.   Try recognizing a stranger that is assisting you, see how simple it is to make them feel valued and appreciated.  I bet you will also notice them smile and appear more eager to help you. (And you did not give them anything tangible either!)   Now, imagine the power of your company if all your managers recognized your employees every 7 days in a meaningful way.

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